1. Challenging Work—Providing your employees with challenging work does not mean over-loading or over-whelming them; it means that they are inspired to do more by being given challenges that help them feel more successful.

2. Recognition—Recognition is a powerful motivator. Showing an employee that you recognize they bring their best effort to their work is key to employee satisfaction. Similarly, if an employee is unengaged in their work, recognition can bring an extra boost of confidence.

3. Employee Involvement—Your employees are aware of, and part of, the future goals of your organization. This is closely related to the practice of transparency, which means your employees see you actively engaged in work and trust that you’re keeping them up-to-date on what is going on with the organization. Work to create the sense that you are all in this together.

4. Job Security—Nothing will make employees disengage from an organization faster than fear they will lose their job. While you should aspire to create a work culture of transparency and employee involvement, take care to avoid sharing too much worrisome information about financial concerns, market issues, lagging sales, etc. Helping your employees feel secure in the work they do will deepen their job satisfaction.

5. Compensation—While fair compensation is important, money sits at the bottom of this list of motivators. Increased compensation may bring employees through your door, but it doesn’t keep them for the long haul; no amount of money will keep someone in a work environment they are unhappy with.